- There are no tricky questions that guarantee your candidate is capable or motivated to do the job you want them to do.
- You come with pretty strong biases that you are not aware of. These filters prevent you from being honest with yourself when hiring.
A big problem with hiring is your current Job Description. It likely has 10 - 15 competencies that you expect the person to be able to do, in no particular order. The candidate's resume has an additional 10 -15 competencies, promising brilliance in all of them. The competencies themselves are not measurable, described with the same specificity as you describe 'World Peace'.
'Communicate with critical stakeholders to ensure project velocity is adequate for the business goals once a week'.
The next step in our process to build a benchmark is for the SMEs to describe the job with the Key Accountabilities. Next, these same experts complete our diagnostic Job Assessment and the results are 'smooshed' together into a Multiple Respondent Job Benchmark for that particular role. It's good practice to test the benchmark on high and low performers to see how valid it is prior to using it in your hiring process.
Running a Gap Report compares each candidate to the benchmark for the job. This allows you to see specifically the strengths, driving forces, and competencies that are aligned (or not) with your unique job. It also helps you compare candidates. You'll see areas for development which helps with onboarding (see below). You'll find a sample Gap Report here.
We recently benchmarked five key Learning and Development roles using the Top 125 companies chosen by Training Magazine. If you'd like to see the results, request our Free White Paper.